Research On The Improvement Of Employee Motivation Management Of China Construction Eighth Engineering Division

In the era of knowledge economy, the essence of the enterprise competition is thecompetition for talent. However, the key to improve the competitiveness of talent isthe motivation, of which can promote enthusiasm, stimulate creativity of employee,and come to cultivating and improving the enterprise’s competitiveness. Faced withthe intense competition coming form the home and abroad enterprises, the incentivesystem of construction companies have apparently stretched. It is urgent to build ascientific and effective staff incentive system of keep up with the development of thetimes and stimulating employee motivation for construction enterprises.Scholars at home and abroad of incentive theory and its application as reference,with the method of documentary research and practice questionnaire, this paperanalyses the employees incentive situation of CCEED from the following aspects,overall satisfaction, salary, performance appraisal, training and development, careermanagement and cultural construction. Through these appearances, we find the mainproblem of employee motivation are attributed to five aspects including pay growthlag in enterprise development, performance appraisal non-existent training systemfloating on the surface, lack of enterprise culture construction, non-balance betweenstaff work and life. Further more, the root cause of these problems are backwardtheory of enterprise management, loosely incentives, lack of enforcement andsupervision. In response to the above problems, the paper focuses on optimizationdesign of employee motivation in CCEED. Under the guidance of CCEED strategic,this articles optimizes existing employee incentive from five modules that Improvingthe pay system reform and performance evaluation, building the whole training system,strengthening cultural construction and balancing work and life and so on. As thesame time, to make sure the improvement program can be implemented smoothly, thepaper describes the key points of the implementation process, procedures andsafeguards, evaluates and predicts the implementation effects.The results show that, does not match with the enterprise development incentivesystem can not effectively motivate employees. Scientific incentive system shouldtake the compensation, performance, culture, life, career management in toconsideration from the points of material and spiritual. Effective incentives must needto get rid of the old thinking, come to the agreement, carry out resolutely and stick to it long-term.This research in the paper will provide a guidance of CCEED humanresource management and make the employee motivation more perfection, and ensureit has a strong vitality and competitiveness in the horizontal competition. It has animportant reference role in the current and future development of CCEED.